Not everyone likes change; however, resistance to change can lead to disaster in the professional world. A company must evolve in order to stay competitive, and everyone needs to be onboard when change is on the horizon.
Leaders must be experienced in handling change management and we recommend that they all attend change management training of some kind.
Read the following 4 things you likely didn’t know about change management to make sure you are always prepared:
Change Management Never Ends
You may be introducing a new employee to your team, integrating a new software or adopting a new policy, but don’t think that your job is done once the task has been executed.
This is one of the most common misconceptions that lead to problems and failures for the team.
Managers must understand that change must be managed for a long time after the actual action has been completed.
This means checking in with employees and verifying that everyone is on the same page for weeks or months.
This also means anticipating problems and preparing for future changes.
Change Affects Everyone
It’s easy for managers to think that a change affects a certain department or staff member, and leave the process up to them.
However, change truly affects everyone, especially colleagues, supervisors and those reporting to them.
Plus, you should never rely on one person to handle change; after all, what happens if that individual chooses to move on from your organisation in the future?
There are Models You Can Follow
Change can be a nerve-wracking experience, and the truth is that not all managers know how to manage it.
The great thing that many don’t know is there are change management models that can make the process easy for you.
Models such as Kotter’s Theory, ADKAR, The McKinsey 7-S Model, Kübler-Ross’ Change Curve and Lewin’s Change Management Model are important to review and decide which one is right for your business needs.
Pay Attention to Resistance
Oftentimes, we are so eager to move ahead with a plan that we tend to ignore those that resist it and label them as lazy naysayers and pessimists.
However, it is vital to listen to employees that may have objections about an upcoming change, especially if they will be affected by it directly.
These are the people that can bring up vital points and help you avoid disaster by changing the process to better accommodate your company’s unique needs.
Senior Management Trainer and Consultant
Originally published: 21 June, 2018
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